Procedural justice influencing affective commitment: mediating role of organizational trust and job satisfaction

Pathardikar, Avinash D.; Mishra, Praveen K.; Sahu, Sangeeta

doi:10.1108/jabs-08-2021-0356

Cited by 16 publications

(11 citation statements)

References 85 publications

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“…And they found that trust-in-management significantly mediate the relationship between workplace fun and employees' job satisfaction. In addition, according to Pathardikar et al (2022), procedure-based justice has a direct and considerable impact on employee satisfaction and organizational trust. Organizational fairness and affective commitment serve as partial mediators between organizational trust and work happiness.…”

Section: Trustmentioning

confidence: 99%

“…If we examine this relationship, we can find some important factors for this relationship. Firstly, organizational trust and job satisfaction are important social interaction elements for employees (Pathardikar et al , 2022). Organizational empowerment is positively related to psychological empowerment, job satisfaction and affective commitment (Kazlauskaite, 2012).…”

Section: Introductionmentioning

confidence: 99%

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Exploring empowerment as an enabler of effective knowledge management

Ozpamuk

Bolatan

VanDerSchaaf

et al. 2023

JKM

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Purpose This study aims to investigate the degree to which trust influences job satisfaction and job performance by building on research in the organizational sciences about the relationships between interpersonal trust relationships, cognitive empowerment, job performance and job satisfaction. This study's primary research question is: What factors contribute to job satisfaction and job performance? Design/methodology/approach Data are collected through a field survey. The data set has 738 responses from employees who work in the financial sector in Turkey. Structural equation modelling was used to validate the hypotheses. Findings This study's main findings are that when considering job satisfaction and job performance, cognition-based trust (CBT) has a strong influence on both constructs, whereas affect-based faith has a medium effect on job satisfaction and no significant effect on job performance. Originality/value In an organization where trust is established, knowledge exchange will be facilitated and knowledge management will be done correctly. Therefore, trust is a critical factor for knowledge management. On the other hand, knowledge is an important key factor for job performance. Trust has two parts: affect-based trust and CBT. Psychological empowerment has four variables: impact, competence, meaningfulness and self-determination. This study aims to investigate the relationships between psychological empowerment, trust, job satisfaction and job performance.

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Section: Trustmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Exploring empowerment as an enabler of effective knowledge management

Ozpamuk

Bolatan

VanDerSchaaf

et al. 2023

JKM

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show abstract

“…Their study shows that organizational supervisory body support from managers helps get employees more motivated, which makes them more committed to their jobs. In addition to this, they say that the link between organizational support and commitment is mediated by managerial support (Pathardikar et al, 2022).…”

Section: Managerial Supportmentioning

confidence: 99%

“…In addition, the work-related characteristics of Generation Y employees have been claimed to be distinguishable from those of their new gen predecessors; (Pariyanti et al, 2021) asserts that the initiatives and methods previously used to keep and recruit employees from prior eras are likely to be generally inefficient with Generation Y. Furthermore, such disparities in workrelated value across generations of employees may be a substantial cause of friction inside the business, resulting in decreased productivity, a lower retention rate, dissatisfied employees, and a decrease in profit (Pathardikar et al, 2022;Sharma & Kumra, 2020). Therefore, the findings of this study are useful for today's business managers and leaders to improve their knowledge of the job satisfaction of employees from Generation Y and to reevaluate their management practices in order to determine the most effective methods for recruiting, retaining, and integrating them into the workforce.…”

Section: Introductionmentioning

confidence: 99%

Crucial Factor Affecting Generation Y’s commitment to the Malaysian IT sector: A Cross-Sectional Study

Sherief

RAMAMOORTHY

2023

IJIRP

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Today, a company's success or failure is determined more by its employees than by any other factor, including natural resources, technology, or economies of scale, all of which can be replicated with rel-ative ease. Generation Y employees are sometimes referred to as the "next generation of workers," yet contrary to popular belief, several sources claim that this group is less devoted to remaining with a single employer than its predecessors. The increasing incidence of staff turnover has become an urgent problem. The purpose of this research is to determine what factors influence Gen Y workers in Malay-sia's IT sector to remain loyal to their employers over time. Organizational justice, managerial support, job satisfaction, and work-life balance were the independent variables examined, and their effects on the dependent variable, job satisfaction, were calculated (organizational commitment). It was easy to choose a sample of 195 responders from among the IT professionals who work for Selangor-based businesses. Having a positive influence on organizational commitment were factors including distribu-tive and procedural justice, job satisfaction, and work-life balance. Understanding the causes of em-ployees' dedication to the company is essential. Organizations may benefit greatly from the study's findings by tailoring their strategy, pay plans, management styles, and human resource procedures to the preferences of Generation Y workers, who are more likely to be committed to their employers as a result. The results, taken as a whole, show that the factors of organizational justice, managerial support, job happiness, and work-life balance are significantly influential in shaping the organizational commit-ment of Generation Y workers in the IT sector of Malaysia.

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“…Organizational justice is mainly defined as the perception of the employees about fairness in various aspects of the organization (Pashkina and Plakhotnik, 2018). It is beneficial for both organizations and individuals which comprises job performance (Swalhi et al ., 2017; Khtatbeh et al ., 2020), job commitment and job satisfaction (Suifan et al ., 2017; Pathardikar et al ., 2022). The Social exchange theory is considered the main theory to interpret the relationship between organizational justice and innovative behavior (Janeswar and Ranjit, 2020).…”

Section: Introductionmentioning

confidence: 99%

Organization justice, knowledge sharing and employees' innovative behavior: evidence from the knowledge-intensive industry

Tran Pham

2023

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PurposeEncouraging employees to display innovative behavior at the workplace is the need of all enterprises in this competitive era of the modern business environment. The study aims to explore the mediating role of knowledge sharing in the relationship between organizational justice and innovative behavior among employees working in the information technology (IT) industry in Vietnam.Design/methodology/approachThe research model was tested on the data collected from 387 employees working in IT enterprises with AMOS 22 software.FindingsConfirmatory factor analysis implied a good model fit. The results show that knowledge sharing mediates the effects of organizational justice with three main forms distributive, procedural and interactional justice on innovative behavior.Practical implicationsThe findings of this study provide valuable evidence and implications for the executive of IT enterprise in boosting knowledge sharing, and innovative behaviors among the employees, in improving their perception of justice in the workplace. This is particularly important due to the significant role of knowledge sharing in organizational development.Originality/valueThis study pioneered the identification of the underlying mechanism of organization justice – innovative behavior nexus by highlighting knowledge sharing as a mediator. Moreover, this study takes a step beyond by suggesting a more complicated model that explored mediating two dimensions of knowledge sharing.

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Procedural justice influencing affective commitment: mediating role of organizational trust and job satisfaction

Cited by 16 publications

References 85 publications

Exploring empowerment as an enabler of effective knowledge management

Exploring empowerment as an enabler of effective knowledge management

Crucial Factor Affecting Generation Y’s commitment to the Malaysian IT sector: A Cross-Sectional Study

Organization justice, knowledge sharing and employees' innovative behavior: evidence from the knowledge-intensive industry

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